Why Smart Employers are Hiring on Potential, Not Experience

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While it’s most employers’ go-to measuring stick, past performance is not a guarantee for future success. Combined with today’s low unemployment rate, many hiring managers are realizing that focusing on experience and even education often leaves them with slim and costly pickings. To address this, many have explored evaluating for potential as a hiring tactic. Here are five reasons why hiring for potential and not experience is an increasingly smart strategy:

Everyone has strengths and weaknesses, but being able to adapt one’s abilities and work priorities to the needs of the position is the key success factor. Identifying these attributes will identify the candidates’ raw potential.

Education doesn’t always mean success

In fact, on the predictors of performance, education came in at 0.09 on a scale of 0 to 1–which is well below an acceptable correlation. Only recruiting from the top universities, compared to a wider selection including lower ranked institutions, will eliminate many high potential applicants.

Cultural fit means they will thrive and be engaged

Hiring a candidate who meshes well with the manager and the team, or is enthusiastic about your brand would likely be more motivated. Additionally, giving a less experienced candidate a chance to prove themselves will not only allow you to measure the likelihood for thriving early in the game, it will also drive employee loyalty.

Hiring for potential often means more options and less cost

There is a greater supply of potential versus experience, whether it’s fresh graduates or seasoned professionals looking to shift gears mid-career. This relatively plentiful supply reduces costs and allows you to bring in more of the talent you need to support accelerated growth.

In the past, hiring has gravitated toward arbitrary and subjective measures, making it difficult to reveal a candidate’s true potential. Today, modern hiring tools and hiring experts are helping companies harness untapped talent effectively and cost efficiently, while allowing diamonds in the rough a chance to shine.

Looking to the Long Term: How to Create Job Security for Yourself

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Can you see yourself happily staying with your current company long-term? If job security is something that you seek, you need to consider making yourself the kind of indispensable employee that your company needs to keep around. It’s not just about working hard, there are some strategies that you can use to gain the professional security you desire. For example:

Grab Critical Projects or Tasks Others Don’t Know How to Do

Management wants to see growth out of their employees; while you can excel at the job you are hired for, what really keeps you around for the long-term is being able to take on new challenges, even if it might be a little bit out of your wheelhouse. Volunteering to take on critical projects, especially tasks that others don’t want to do, will help to make you stand out on your team. These projects may also involve training, and an introduction to software and systems that may be the future of your industry.

Deliver Excellent Results

All companies use some sort of metrics to keep track of their top performing employees. Whether it’s sales numbers, online click-thru’s, or other types of productivity analysis, if you are delivering excellent results it will show up on the reports for management to see. With this in mind, be aware of what management is keeping track of and how they are judging your performance. While there may be other noticable ways you are exceling at your job, staying near the top of quantifiable reports will help you stand out, and even put you front-and-center for promotions that come around.

Pay Attention to Things Effecting Your Industry or Company

One of the biggest keys to job security is making yourself the kind of employee that can help lead your company into the future. Keeping abreast of what is happening both in your industry, and internally in your company, and where it is going will help you stay ahead of the curve, allowing you to get the skills and training to be viable in your job going into the future. Subscribe to industry related blogs and emails so you can be aware of what trends are occurring in your industry. If things are in either an upswing or a downturn, understand why it is occurring and what it means for you.

ActOne Group Ranked Among 2018’s Largest Staffing Firms in the United States

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We are proud to announce that AppleOne’s parent company, the ActOne Group, has been recognized as one of 2018’s largest staffing firms in the United States by Staffing Industry Analysts.

This recognition demonstrates that all staffing companies within the ActOne Group have the resources to help you meet your career and productivity goals.

Founded by Janice Bryant Howroyd in 1978, the ActOne Group operates in 19 countries around the world, and is the largest privately-held, woman-and-minority owned workforce management company in the U.S.

We would like to thank all of our talented career seekers and clients, as we could not have earned this accolade without you.

Applying to Jobs Where You Aren’t a Perfect Match

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What should you do when you run across a job ad that seems almost perfect for your skill level and experience, but is asking for an item that you don’t quite possess yet? Hiring Advisors typically write job descriptions with the “perfect” candidate in mind, and while they may be aiming for the stars, they understand that they may have to sacrifice a couple of their “must-have” credentials. So yes, you should apply for these types of jobs, even if you may be missing a few of the key items, and these tips will give you the best chance at securing the job:

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Three Strategic Salary Negotiation Tips for Successful Hiring

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With unemployment down and candidate scarcity increasingly becoming a real challenge, employers have identified hiring as a top workforce priority they need to solve for growth. One key aspect of hiring is salary negotiation. While successful salary negotiation has the immediate benefit of helping you secure the applicant you wish to hire long-term, it can also impact employee engagement and even retention. Here’s how you can get your money’s worth while making a worthwhile offer to prospective hires:

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Four Tips for Making Employee Vacations Work for You and Your Team

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With employee retention and engagement being very real challenges to many employers, the last thing a smart manager wants to do is to deny vacation requests. In addition to employees being entitled to the time off, research also shows that vacations or ‘down time’ are vital to keeping employees satisfied with their jobs, engaged; and not getting burnt out. Here are some tips for how to coolly manage your team’s vacation schedule even as the temperatures continue to rise:

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